Your employees deserve the best. Before you launch an EX project, ask yourself:<\/p>\n
If you don\u2019t have answers — good answers! — to all of these questions, get some advice before you go live.<\/p>\n
At each touchpoint in the employee journey, choose the most meaningful key metric(s) to measure. <\/p>\n
Once you\u2019ve identified the key metric(s) to include, you really only have room for a few more questions. A shorter survey will result in higher response rates, so pick your questions wisely.<\/p>\n
For each touchpoint or stage, consider the variables most likely to impact the employee’s experience. These variables are your Key Drivers. <\/p>\n
Key Drivers vary throughout the employee journey, but all of them have the potential to impact EX metrics, churn, and revenue. Understanding the important variables at every point in the employee journey is an important step in your EX program. <\/p>\n
On your Dashboard, EX metrics can be reviewed quickly to see trends over time and to review and compare performance between Tags associated with critical touchpoints. Still, this is only part of the picture. EX metrics can deliver the answer to \u201cWhat do they think of us?” but they don\u2019t directly answer the follow-up question: \u201cWhy do they feel this way about us?\u201d <\/p>\n
Adding Key Drivers allows you to drill down on why your employees chose a certain eNPS, ESAT, or EES rating. Whether you\u2019re viewing a Key Driver Analysis Report for a specific project or reviewing Key Drivers for multiple Touchpoints together, these results give you a clear view of where and how you need to take action for the greatest potential improvement.<\/p>\n
Plenty of companies review employee feedback, but most often they focus too much on performance alone. In fact, analyzing both performance and correlation to the target metric gives much more powerful, actionable insights, and often saves both time and resources.<\/p>\n
Your employees deserve the best. Before you launch an EX project, ask yourself: What is the goal of asking these questions? How do the structure, questions, and design help me accomplish the goal? How will we use the results? If you don\u2019t have answers — good answers! — to all of these questions, get some advice before you go live. What\u2019s the goal? At each touchpoint in the employee journey, choose the most meaningful key metric(s) to measure. Measuring a moment? A transactional survey checks in on the employee’s experience at a specific point in time. If you\u2019d like to know how pleased or displeased a employee is with a specific interaction, ask about satisfaction. Employee Satisfaction Score (ESAT) is a single question that gets right to the point. Satisfaction is one of the most straightforward measures you can use, and it\u2019s easy for both you and your employees to understand. If you\u2019d like to understand how easy or difficult a particular interaction is, ask about effort. Employee Effort Score (EES) asks employees to identify how easy you\u2019ve made it for them to achieve their goals. Note here that the onus is on you as an organization to facilitate this process. Your employees shouldn\u2019t have to struggle to get things done. Instead, you should be rolling out the red carpet to help them achieve their goals. Checking in? A relationship type survey collects employee feedback based more on experience over time than a specific interaction. If you\u2019d like to understand […]<\/p>\n","protected":false},"author":30,"featured_media":0,"parent":0,"menu_order":499,"comment_status":"closed","ping_status":"closed","template":"faq_php.php","meta":{"footnotes":""},"categories":[433],"tags":[],"yoast_head":"\n